Here are some other things we have considered. First, we don't mow any lawns, we do more design/build landscapes So our gross production per day could be higher than $1000. Second, to make sure that they are making at least minimum wage we would still track their hours and divide that by what they got paid for that job. We do have an office manager to track that. Third, as far as cutting corners, we have a client sign off sheet for each job for quality control. Also, if there are call backs due to a problem we caused, they would not get paid for that. So they would want less call backs obviously. Do those ideas sound good?

If I'm not mistaken, you're gonna need to prove they have (____) employees they supervise, directly....to put an employee on salary.

If something makes sense in your head, there's a good chance someone else has thought of it. That doesn't make it legal, though.

Click to expand...

Salary doesnt make them in a supervisory role.. I worked at a large corporation and there were 4000 salary workers... probably 25% of them were in some form of management... and for the other 3000 seems liked they just checked there email and stood around all day... the hourly workers actually got paid about 30% more on average than the non management types... unions

Now.......when you start working folks over 40hrs/wk.......you're gonna run into trouble.

There was a rash of claims made against employers in the early 90's in the golf profession (club professionals). Clubs used to put the assistant professionals on salary and work them exhorbitant hours.